The oft-used phrase “think outside of the box” articulates several deficiencies. In no particular order, let’s dismantle the ruse propagated in leadership circles, team meetings and creative endeavors around the world.
Though unverified, this worn phrase is predominately male-centric. Our gender is famous for compartmentalizing all aspects of life. From family to work to hobbies to vision to relationships to health to habits, the male species can exclude entire aspects of our being, simply in our brain. When it comes to focusing, this can be an asset. Unfortunately, in most other areas it doesn’t serve men well. Thus, the “box” reflects a strictly Y chromosome paradigm. Not quite accurate or sufficient for the current realities of female problem solvers in the workplace.
For all their sincerity, when leaders gush the phrase “come on, let’s get out of the box,” it’s really a self-incriminating statement. The “box” represents current thinking, current expectations, current processes, current realities – all supported by current leadership. Most perceive the limiting “box” as some ethereal, invisible cloaking constraint. It’s not. It’s a very real systematic process of how people (and their opinions) are valued publicly and privately at work. How restraining the “box” feels, directly correlates to how honored employees feel. What most deem a “creative environment” (where the box doesn’t stifle) is simply a culture of candidness, vulnerability and trust. And that isn’t nurtured in one meeting.
Embedded in the box deception, is that “outside” of it: a land of brilliance, imagination, ingenuity, endless resources and the solution to our immediate problem (and really ALL problems). It exists just…outside…the…box. And if we could get THERE, oh baby, the golden Wonka ticket of answers will nestle into our hearts and minds. BUT HOW DO WE GET THERE? It’s an interesting dilemma, because subliminally it creates a renter’s mindset. It’s hard to own the consequences of a box you didn’t create and certainly don’t know how to exit. Yet, people are asked to do just that. Sadly, this approach can produce results contradictory to the desired outcome. Ironic.
What most discover when they do get outside of the box, is their new reality also has box-like characteristics. Within time, they face a problem that this scenario can’t resolve, thus being dubbed a “box” and once again a mission to emerge from it, is launched.
Stop the box, I want to get off!
The solution is not a solution. It’s an ongoing cultivating of culture that opens the door to upgraded interaction consistently. Design a box that produces solutions. It is possible to solve every upcoming, unknown problem without having to get outside of your current “box.”
Elements of boxes designed to foster solutions:
1. Advocate an ownership spirit at every level
2. Candid communication always
3. Prioritize excellence
4. Love obstacles
5. Cheer failure
6. Distinguish reality from fantasy
7. Breed strong relationships
8. Honor all
9. Personalize change
10. Creative evolution
Every organization has unique characteristics. The diversity of challenges inside and outside your company are growing more fierce. Spending energy and effort towards “thinking outside the box” could be much better utilized “designing the box” instead. Consider it.
Greg Hawks is a member of Creative Oklahoma, Inc.’s cSchool. Through Hawks Agency, Greg spends his energy challenging and empowering leaders, teams and organizations to reach for greatness. You can find out more about him at www.HawksAgency.com. Email him directly Greg@HawksAgency.com
cSchool faculty provide expert facilitation, training, and professional development for dynamic organizations. Contact Creative Oklahoma for more information or visit https://creativeok.org/cschool/ .
